Dear HRs, we are planning to implement some employee engagement activities in my organization. Please share your ideas on how we should proceed. This initiative is intended for both the corporate office and the factory. Looking forward to your insights.
Regards,
Eswar.K
From India, Chennai
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46Regards,
Eswar.K
From India, Chennai
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Making engagement a high priority makes a lot of sense to me. Stephen Covey, in his book "Principle-Centered Leadership," wrote that the possible performance gain was 500%. My own experience in creating several fully engaged workforces bears out Covey's statement.
Attaining such a workforce can only be achieved if management fully meets the five basic needs every person has: to be heard, to be respected, and to have competence, autonomy, and relatedness (purpose). Doing so makes employees thankful for being treated well, and they repay such kindness by unleashing everything they have on their work, even trying after work to figure out how to do a better job. Applying 100% of their brainpower to their work, including treating every other person with the same high level of respect they were given, is what creates the huge performance gains.
How to Meet These Needs and Treat Employees Well?
Management must provide more than enough opportunity for each employee to voice their complaints, suggestions, and questions and respond to those to the satisfaction or better of the originator and any other employee affected. It is management's responsibility to support the work of employees through training, tools, material, information, direction, discipline, planning, and the like. The only way to make these meet the highest standards is to listen and respond to the people who use this support and live with it every minute of their day. When support does not meet the highest standards, it does not meet the needs of employees. Giving them lots of orders does not meet their need for autonomy, and besides, almost every person is capable of deciding what to do, when to do it, and how to do it given great support.
Unfortunately, for most companies, the elephant in the room is their continued use of the traditional top-down command and control approach to managing people. Sadly, this approach, by its nature, tends to demotivate, demoralize, and disengage employees. I had to transition away from top-down to achieve Covey's gains, and once I did, the results of serving employee needs rather than issuing orders to them were truly amazing to behold.
Hope this helps. There are a lot more details if interested.
Best regards,
Ben Simonton
Leadership is a Science
From United States, Tampa
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Attaining such a workforce can only be achieved if management fully meets the five basic needs every person has: to be heard, to be respected, and to have competence, autonomy, and relatedness (purpose). Doing so makes employees thankful for being treated well, and they repay such kindness by unleashing everything they have on their work, even trying after work to figure out how to do a better job. Applying 100% of their brainpower to their work, including treating every other person with the same high level of respect they were given, is what creates the huge performance gains.
How to Meet These Needs and Treat Employees Well?
Management must provide more than enough opportunity for each employee to voice their complaints, suggestions, and questions and respond to those to the satisfaction or better of the originator and any other employee affected. It is management's responsibility to support the work of employees through training, tools, material, information, direction, discipline, planning, and the like. The only way to make these meet the highest standards is to listen and respond to the people who use this support and live with it every minute of their day. When support does not meet the highest standards, it does not meet the needs of employees. Giving them lots of orders does not meet their need for autonomy, and besides, almost every person is capable of deciding what to do, when to do it, and how to do it given great support.
Unfortunately, for most companies, the elephant in the room is their continued use of the traditional top-down command and control approach to managing people. Sadly, this approach, by its nature, tends to demotivate, demoralize, and disengage employees. I had to transition away from top-down to achieve Covey's gains, and once I did, the results of serving employee needs rather than issuing orders to them were truly amazing to behold.
Hope this helps. There are a lot more details if interested.
Best regards,
Ben Simonton
Leadership is a Science
From United States, Tampa
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